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Ability to obtain a Public Trust clearance Hands-on experience with Java, Spring Boot framework, C#, React, REST API, Microservices, and Docker. Diversity, Inclusion, & Engagement at Brillient: At Brillient, we not only accept difference, we promote it, we embrace it, and we thrive on it for the betterment of our clients, our employees, and our culture.
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8+ years of hands-on experience with automation testing, Java, Spring boot,C. Skills: Scripting language: Java/NodeJs/ JavaScript/Kotlin Frameworks: good knowledge on Junit, TestNG, Appium, Cucumber Testing Tools: Selenium Web Driver, Appium Familiar with rest assured web services, Kakfa and mobile applications Required Experience: Bachelor's Degree in computer science or equivalent experience.
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Hands-on development experience using Java, Spring related technologies such as Spring Core, Spring Boot, Spring MVC, spring Batch and scheduler/task and Spring Integration.
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Experience with building APIs and services using Java spring-boot Experience with Elastic Search and relational databases Experience with UI/UX Design Experience with Angular Typescript is preferable , About Procession Systems About us.
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We are seeking a UI Front End Developer with Spring Boot and Microservices experience for a multi-year contract to support the ongoing modernization and maintenance of Department of Homeland Security (DHS) Customs and Border Protection (CBP) information systems using JAVA/JEE. This position involves designing and implementing JEE software applications using modern software engineering tools and methodologies, including Eclipse and Atlassian Products.
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Knowledge of programming languages (e.g. JavaScript, TypeScript, Java, Python, etc. Responsible for coding, deploying, testing, and troubleshooting java-based services as well as front-end Angular based applications and mentor for junior developers.
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Hands-on development experience using Java, Spring related technologies such as Spring Core, Spring Boot, Spring MVC, Spring Batch, and Spring Integration.
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Examples include Node JS and Angular with Typescript, and Springboot with Hibernate and messaging; Java (Groov on Grails); Scripting languages. Hands on experience with cloud technology (AWS / C2S) services such as (Lambda, SQS, RDS, S3, SNS, etc.
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Knowledge of database technologies (e.g. cloud, SQL, Oracle, Mongo DB, PostgreSQL, etc. Knowledge of cloud technologies (e.g. AWS, Kubernetes). Knowledge and understanding of software development life cycle (SDLC.
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15+ years of hands-on experience with Java, Spring Boot, C. Provide technical leadership for all Java environment areas including code reviews, build automation, source control, and configuration management.
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Microservices/Spring boot- 10-12 Years. Experience designing and coding high-performance, scalable, reusable, enterprise Java applications. 4+ years of experience architecting large-scale applications of Java.
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2+ years of hands-on experience using JAVA Spring Boot, Web APIs, and REST services. Join Accenture Federal Services to do the work you love in an inclusive, collaborative, and caring community, where you can be empowered to grow, learn and thrive through hands-on experience, certifications, industry training and more.
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12+ years of hands-on experience with Java, Spring boot, C. 6+ years of hands-on experience with Kafka. Look for 15+ Years Experienced Candidates currently working as Lead , but the Candidate should do Hands On Experience.
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Perform technical design coding deploying testing and troubleshooting java-based services and Angular applications. Depending on business need this may result in occasionally working in the company's DC or Virginia location.
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12 to 15 years of hands-on experience with Java, Springboot, Kafka,no sql dbs. Microservices/Spring boot- 7-10 Years. One of our direct client looking for senior java backend engineer consultants on urgent basis.
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FEATURED BLOG POSTS
Virtual Reality Job Interviews
With the advent of desktop computers, the arduous task of scouring through weekly job classifieds became a thing of the past. The mid-1990s brought about a new era where job seekers could easily search and apply for jobs online. The introduction of AOL's Instant Messaging feature provided an even faster means for employers and candidates to communicate and schedule interviews. As smartphones became more pervasive in the early 2000s, hiring managers increasingly used phone calls for screening and interviewing candidates. Despite this trend, over 80% of interviews still took place in person.
A Potential TikTok Ban?!
As you may already know, there has been a lot of talk lately about the possibility of a TikTok ban. While this has not yet come to fruition, it's important to consider the implications this could have for businesses and recruiters who rely on TikTok as a platform to market their brand, recruit new talent, and connect with their audience.
The Effects of Workplace Racism and Sexism
One day it's a covert statement to a mother returning to work after maternity leave. Another day it's a lingering gaze at an employee enjoying a culturally rich meal. These microaggressions (or sometimes macroaggressions) can take an employee from a confident, high-performer to one that feels insecure being themselves at work. Your employees engage with people with different ideas and feel most comfortable and valued when they can work without losing their cultural, racial, and gender identity. While most employers know this, why have workplace racism and sexism often been neglected?
When Rage Applying Strikes: How to Identify Unserious Candidates
As the job market remains highly competitive, we have seen a surge in "rage applying." This is when candidates apply to multiple jobs, often without considering whether they are truly interested in the role. Rage applying goes hand-in-hand with quiet quitting. Often, employees want to entertain the thoughts and feelings of leaving their job, but they aren't necessarily serious about leaving yet. Meanwhile, other employees engaging in this trend are actually trying to find a better role. As a recruiter, it can be hard to identify who are the real applicants in a sea full of quiet quitters, but understanding rage applying and identifying red flags will certainly help.
How to Increase Job Ad Exposure
In today's competitive job market, writing quality job ads is critical for attracting top talent to your organization. While networking and candidate referrals are prime real estate for finding qualified candidates, nothing beats the tried-and-true method of writing an extraordinary job ad. But while writing a great job ad is the first step, what's more important is increasing visibility. You could have the most detailed, well-written ad on the internet, but if no one sees it, then you are wasting time (and potentially money!). Employers often believe that job boards are the root of the problem, but you can learn how to increase job ad exposure by tweaking a few steps of your recruitment process.
How to Navigate Hiring Out of State
The job market has shifted significantly in recent years. The accelerated adoption of technology has not only pushed many companies into remote working arrangements but also increased the availability of supporting tools and technologies (i.e., video conferencing and collaboration software).